LEGAL & COMPLIANCE
If you're using ADP for workforce management or evaluating whether ADP meets your background screening needs, understanding its background check capabilities and the complex legal requirements governing employment screening is essential. This guide answers the five most common questions HR professionals ask about ADP's background screening functionality.
Does ADP Do Background Checks?
Yes, ADP offers background check services through ADP Screening and Selection Services, which is integrated directly into the ADP platform. ADP Screening and Selection Services acts as a Consumer Reporting Agency (CRA) subject to the federal Fair Credit Reporting Act, 15 U.S.C. § 1681 et seq.
Additionally, ADP supports integrations with third-party background screening providers through its marketplace, giving HR teams flexibility in how they conduct background checks. Organizations can either use ADP's native screening services or connect a preferred background check vendor to the ADP system.
ADP's approach allows companies to choose the solution that best fits their needs. For organizations already invested in the ADP ecosystem, the native screening option provides a streamlined experience. Meanwhile, companies with existing vendor relationships or specific compliance requirements can maintain those partnerships while still benefiting from ADP's workflow automation.
The integration capability matters because background checks need to fit seamlessly into your hiring process. When screening connects directly to your applicant tracking system (ATS), you can reduce manual data entry, minimize errors, and create a more consistent experience for both HR teams and candidates—provided the integration maintains appropriate data security (see Privacy & Data Security Considerations below).
How Long Does an ADP Background Check Take?
The timeline for ADP background checks typically ranges from one to five business days, depending on the specific checks requested and the information being verified. Simple verifications like identity checks and national criminal database searches (when used appropriately—see below) often complete within 24 to 48 hours. However, more comprehensive checks involving employment history, education verification, or county-level criminal court searches can take three to five business days or longer.
Several factors influence completion time:
- County court searches depend on how quickly individual courthouses respond to requests, which varies significantly by jurisdiction. Some counties provide electronic access; others require manual retrieval.
- International background checks require additional time due to different legal systems, data availability, and privacy laws (e.g., GDPR in Europe).
- Discrepancies in candidate information can extend timelines when additional verification becomes necessary.
- Employment and education verification timelines depend on how quickly former employers and educational institutions respond to verification requests.
Most background check delays occur during the information verification stage rather than the database search phase. Therefore, ensuring candidates provide complete and accurate information upfront helps keep the process moving efficiently. Many HR teams build a five to seven business day buffer into their hiring timelines to accommodate these variables.State Law Consideration: If you operate in a ban-the-box jurisdiction, remember that timing restrictions may apply—some laws prohibit initiating background checks until after a conditional offer of employment has been extended. Always verify applicable state and local law before beginning the screening process.
What Kind of Background Check Does ADP Do?
ADP Screening and Selection Services offers a comprehensive range of background check types. The specific checks available depend on the ADP product you're using and the screening package your organization has configured. Organizations can and should customize their screening packages based on:
- Role-specific requirements and risk assessment
- Industry regulations (e.g., financial services, healthcare, transportation)
- Federal, state, and local legal requirements
- Company policies
Commonly available check types include:
Criminal History Searches
- County-level criminal court searches (recommended as primary source)
- State criminal repository searches
- Federal criminal searches
- Multi-jurisdictional database searches (supplemental use only—see critical note below)
Identity and Address Verification
- Social Security number verification and validation
- Address history (typically 7-10 years)
Employment and Education Verification
- Employment history verification (dates, titles, eligibility for rehire)
- Education credential verification (degrees, attendance, graduation dates)
- Professional license validation
Specialized Checks (where legally permitted)
- Motor vehicle record (MVR) checks
- Credit history reports (subject to strict limitations—see below)
- Global sanctions, watchlist, and OFAC screening
- Sex offender registry searches
Drug and Health Screening Coordination
(Subject to ADA and state law restrictions)
How Thorough Are ADP Background Checks?
ADP background checks can be thorough and meet standard employment screening requirements when properly configured. The thoroughness level depends on:
- Which screening package your organization selects
- How you configure the check parameters
- Whether you include county-level criminal court searches (recommended) or rely only on database searches (not recommended)
ADP Screening and Selection Services, as a Consumer Reporting Agency, accesses court records, employment databases, and verification sources similar to those used by other professional screening services.
Factors Affecting Thoroughness
Criminal History Search Scope:
- Basic packages that include only national or multi-jurisdictional database searches are less thorough and carry higher risk of incomplete or inaccurate information
- Comprehensive packages that include direct county court searches in jurisdictions where the candidate has lived and worked provide more complete and accurate criminal history coverage
- Recommended: 7-10 year county-level criminal searches based on address history
Employment and Education Verification:
- ADP contacts previous employers and educational institutions directly rather than relying solely on candidate-provided documentation
- This direct verification process catches discrepancies that might otherwise go undetected
- However, verification thoroughness depends on how responsive previous employers and institutions are, which is beyond ADP's or any screening provider's control
- Some employers have policies limiting information they provide (typically only dates of employment and title)
Quality Control Mechanisms:
- ADP's platform includes quality control mechanisms to flag incomplete searches or missing information
- These safeguards help ensure HR teams know exactly what was searched and what data might be unavailable
- You can make informed hiring decisions based on complete information rather than assumptions
Geographic and Jurisdictional Coverage:
- Thoroughness depends on conducting searches in the right jurisdictions
- Always base criminal searches on the candidate's address history, not just current address
- International background checks may be limited by foreign data privacy laws (e.g., GDPR) and availability of records
Who Does ADP Use for Background Checks?
ADP conducts background checks primarily through its own ADP Screening and Selection Services division, which acts as a Consumer Reporting Agency (CRA) under FCRA and maintains relationships with courts, databases, and verification sources.
For organizations that prefer alternative providers, ADP's marketplace supports integrations with various third-party background screening vendors (see GCHeck). This allows organizations to use specialized background check providers while maintaining workflow efficiency within the ADP platform.
Why Using Specialized Background Check Services Matters
Background screening is a complex, compliance-heavy process that requires dedicated expertise. Specialized screening providers typically offer:
- Faster turnaround times through established court and database relationships
- More sophisticated compliance automation for FCRA, EEOC, ban-the-box, and state-specific requirements
- Better candidate communication tools including dispute resolution processes
- Audit trails that help organizations demonstrate compliance with FCRA and EEOC requirements during investigations or lawsuits
- Up-to-date legal guidance as laws change
IMPORTANT LEGAL DISCLAIMER: This guide provides general information only and does not constitute legal advice. Background screening is governed by multiple federal, state, and local laws that vary by jurisdiction and change frequently. Requirements under the Fair Credit Reporting Act (FCRA), Title VII of the Civil Rights Act, state fair chance acts, ban-the-box laws, and privacy statutes impose specific obligations on employers. Always consult with qualified employment law counsel to ensure your background screening practices comply with all applicable laws in the jurisdictions where you recruit, hire, and employ workers.
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